Chapter 13 : Human Resource Management
Human Resource Management-Introduction
Human Resources Management is concerned with people at work and their relationship as they arise in working environment.
Roles/Scope of HR Manager:
Retirement, Resignation, Redundancy
Job Analysis and Design
Pay and Promotion
Leadership and Groups:
Creating effective teams
Managing conflicts between teams
Health and Safety
Workforce diversity (Equal Employment Opportunity)
Compliance with legal and other standards
Personnel record and Information System
Necessity of separate HR Department depends on Size and Activities of organization.
Objectives of HRM:
Development of motivated employees
Effective response to change
Fulfilling social and legal requirements
Advantages of HRM:
Decrease in Staff Turnover
Increase in Productivity
Increase in Group learning
Increase in initiative
Scientific management [Clearly defined principals]
Human Relation [Fulfillment of needs]
Rational [Division of authority]
Contingency theory [Change according to situation]
4 Roles/Areas of HR Planning: (by Tyson as per new strategic viewpoint) To represent organization’s central value system
To maintain boundaries of organization
To provide stability and continuity
To adapt the organization to change
Views of HRM:
Traditional Odd Job view New Strategic Viewpoint
“It is a collection of incidental techniques without much
internal cohesion” (Drucker)
Manager was partly a Clerk, housekeeper, social worker
and fire fighter.
It dealt mainly with Hiring and Firing. It is concerned about Organization, Motivation,
Employee’s relations and service.
Reactive and defensive role Proactive and constructive role
Employee’s Consent was obtained. Employee’s Commitment is obtained.
Human Resource Planning:
“HR Planning is forecasting demand of human resources, forecasting its supply and closing gap between demand and supply”
It considers When employees needed. How many employees needed. So basically HR Plan deals with recruitment, retention,
downsizing & training of workforce.
Process of Human Resource Planning
1. Strategic Analysis (of)
b. Organization’s objectives
c. Manpower’s SWOT
2. Job Analysis
a. Job description
b. Job specification
c. Employee specification
3. Forecasting of
a. Internal Demand and Supply
b. External Supply
a. HR Plan
The process of collecting, analyzing & setting out information about the contents of job in order to provide basis for job
description and data for recruitment, training, job evaluation & performance management.
Systematic way to gather and analyze information about the
Human requirements of the job.
Type of information needed